Over the years we’ve heard a voice or two that talks about not requiring a certain degree or dropping the practice of insisting on X years of experience. We appreciate that more voices are raising those issues now and applaud more action behind them.
John Vlastelica has an interesting idea in his recent post about reframing the way we attract underrepresented groups. As he notes, we often influence more diverse hiring activities by focusing on social justice, innovation, culture add, legal issues/compliance, or equal opportunity/fairness. All good things to be sure, but why not change the focus to be a fear of missing out on great talent?
It’s an interesting perspective and an opportunity to tell more success stories of hires that came from atypical backgrounds or non-target schools or without a predefined skill set. Maybe it is time to add a little FOMO to our DE&I efforts.
I rarely hear diversity framed around the talent we miss out on. So, here’s why the sentiments behind a popular hashtag, #FOMO (fear of missing out), could be instrumental in improving your DEI efforts.
Read more from the source: How Recruiters Can Use #FOMO to Hire More Untapped Talent, Published by: Authored By John Vlastelica I Help Hiring Teams Improve Speed, …
